National Labor Relation Act and Employee Rights - Essay Example

National Labor Relation Act and Employee Rights Institution National Labor Relation Act and Employee Rights Implementation This program seeks to implement the provisions of the National Labor Relations Act through training the supervisors of the Twilight industries on the content of the act, and the consequent duties and responsibilities of both the employees and the employers…

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The program will take two weeks of an intense training for the supervisors, during which the supervisors will be trained four hours every day, except for the weekends. Therefore, the training will constitute a ten-day training program, undertaken by the labor professionals and hired legal experts on employment from the labor department and other various professional labor organizations. At the end of the training, the supervisors will be required to undertake a test regarding the training, where only the ones who pass the test will be retained, while the ones who fail will be replaced. The program will also include a regular refresher course, undertaken once every 4 months for a three-day period, where the supervisors will refresh their knowledge on the duties, rights , freedoms and responsibilities of the employees and the employers, while also learning new developments in that area. Under the training program, several employee rights, freedoms, duties, and responsibilities will be covered, to equip the supervisors with the rightful knowledge about the rights of the employees, and, thus, to ensure that they do not interfere into such rights in the future. First, employees have the rights to attempt to form or to form a union in their workplace (Sack, 2010). Therefore, the supervisors will be trained to acknowledge the rights of the employees to establish unions within their workplaces, which will be used as a basis of championing for their rights, while also being as the bargaining vehicles for the employees, through which they can channel their grievances to the employers. The recognition of the fundamental right of the employees to form a union is in line with the basic human rights and the freedom of association and expressions, which no individual should be denied (Emerson, 2009). Therefore, through training the supervisors on the need to recognize and consequently respect the rights and freedoms of the employees to form and engage in union activities, the supervisors will cease to interfere with such freedoms of the employees, which will in turn serve to reduce the negative effects that the organization has felt, such as strikes and demonstrations. Additionally, by allowing the employees to engage in the formation of their own unions, they will be in a position to present their grievances to the employers or the relevant government agencies, which will, in turn, reduce the legal suits filed by the employees to the courts, which are detrimental to the organization, both in damaging its reputation, as well as causing it huge financial burdens (Dannin, 2006). The other fundamental aspect of the training for the supervisors, regarding the employee rights and freedoms, is the right of the employees to join and engage in the activities of a workers’ union, even if it is not recognized by the employer (Sack, 2010). This lesson will be very fundamental, since the employers can interfere with the rights of the employees to engage in union activities on the basis that such a union is not recognized by the employer. The fact that the employer does not recognize certain workers’ union does not limit the employee from joining such organizations. This fundamental
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This essay discusses that concerted activity is any activity by individual workers who are united in an effort to further a common concern in regard to any term or condition of employment. One of the key determinants of concernment of a worker’s activity is that the action must be engaged in with or on the authority of other employees.

These are the protected classes, which are covered with Title VII of the legislation (Loevy, 1997). The legislation protects these people’s rights to fair and equitable treatment, particularly within the workplace environment. Essentially, the 1964 legislation brought an end to unequal behaviors in various contexts, which included the workplace, in schools and public facilities.

Labor law ensures that employees adhere to the requirements of their contracts. Labor law is not only a body of laws but also refers to various administrative rulings and earlier cases and agreements that dealt with the rights, freedoms, and restrictions on workers, workplaces, and employers.

2 To gain advantage in a distributive bargaining situation. 3 True 4 True 5 A union needs to win support of at least 30% of a group of employees. 6 The employees must stick with the union they have until the contract expires. 7 True 8 False 9 The picnic could be considered an inducement or reward for not voting for the union.

The labor relation policies found in the Dubai Bank; reflects the policies found in most of the organizations within the UAE. This is because; most organizations in the UAE structure their policies around the entire nation’s policies and regulations. Unlike most modernized nations, the UAE; prides itself in being a more traditional state with unified policies barely affected by international influences.

The research will compare, contrast and illustrate situations where the two laws are applicable.The author of the report has presented one examples of case law where the precepts and statues of the law has been applied to resolve disputes. The Railway Labor Act was established to provide jurisdictional relief.

Such was the occurrence led to the inception of the National Labor Relations Act in 1935 when confrontations turned violent after the police and security personnel took the side of the anti-union employers. Senator Robert Wagner of New York sponsored the National Labor Relations Act in 1935 which created the National Labor Relations Board (NLRB) that established the worker's right to Collective Bargaining.

With reference to the writings by Gowan and Lepak (2010), it is noted that the local unions were formed because of fluctuation of wages when workers moved from one region to the other or from one company to the other. By 1873, three

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